Continuing professional development (CPD)
Planning for continuing professional development (CPD)
Good strategic planning for will help leaders and managers take a rounded approach to CPD. It should include two elements: an input and output model.
Read more about the input and output approach outlined on Employer Standard 6: Continuing professional development.
Use an input model to structure CPD activities
The input approach allows professional or regulatory organisations to easily assess social work practitioners’ participation in CPD.
It concentrates on the resources, activities, and strategies used for learning and professional development. However it does not necessarily consider the quality or relevance of the learning to actual practice.
Use an output model to understand the outcomes of CPD activities
The output model considers the broader impact of CPD on the organisation, such as innovation, service delivery, employee satisfaction and retention. It focuses on the observable changes in knowledge, skills, attitudes, behaviours, or performance.
In adult services or children's social care services this would involve practitioners:
- identifying their CPD needs
- evaluating their learning
- demonstrating its influence on their practice
This reflective approach upholds professional values, fosters creativity, and promotes professional autonomy.
Integrating input and output approaches enables social work organisations to optimise their CPD efforts through well-planned initiatives, effective implementation, and meaningful outcomes.
This synergy will promote professional growth and improve service delivery in social work practice.
How input and output approaches complement each other
Activity | Input approach | Output approach | Synthesis |
Strategic planning | Identifies learning needs and sets objectives. | Defines desired outcomes and evaluates their achievement. | CPD efforts address important challenges and enhance practice. |
Resource allocation | Determines resource needs and activities. | Evaluates CPD effectiveness and informs resource allocation. | Allows organisations to allocate resources more effectively and prioritise high-impact activities. |
Monitoring and evaluation | Assesses the effectiveness and impact of CPD activities. | Enables continuous monitoring and reflection. | Systematic evaluation of outcomes and performance metrics help organisations identify successful strategies, address deficiencies and continuously improve CPD opportunities. |
How a feedback loop works in CPD
The input and output approaches to CPD establish a continuous feedback loop. Using evaluation data can inform future planning and decision-making. Integrating feedback from practitioners, supervisors, and stakeholders ensures that CPD initiatives remain relevant.
This approach also encourages a responsive and tailored response to changing needs and priorities.
Integrating input and output approaches encourages learning
You can encourage a culture of learning, innovation, and continuous improvement in social work organisations through using input and output approaches.
Understanding both the professional development process and its outcomes empowers practitioners to engage in CPD and contribute to organisational objectives.
See examples of how the input and output approaches apply to social work organisations.
Leadership development programme
Using an input approach can help with:
- strategic planning - by identifying the need to develop leadership skills among experienced social workers and middle leaders for progression into senior roles
- resource allocation - by allocating resources for leadership assessments, coaching sessions, and external leadership courses
- curriculum design - by designing a leadership development programme focusing on topics such as strategic thinking, team management, decision-making, supporting diversity, and ensuring psychological safety in the workplace
- training delivery - by conducting workshops, leadership retreats and introducing mentorship programmes
Using an output approach can help with:
- skills assessment - by assessing participants' leadership competencies through leadership assessments
- performance evaluation - by tracking improvements in participants' ability to lead teams and manage projects
- impact assessment - by measuring outcomes such as improved team performance, increased engagement
- continuous improvement - by using performance data and participant feedback to refine leadership development activities
Technology integration training
Using an input approach can help with:
- strategic planning - by identifying the need for social workers to enhance their skills in using new technology platforms for service user management
- resource allocation - by allocating funds for purchasing new technology tools and software licences
- curriculum design - by designing a training programme covering topics such as software proficiency and data privacy
- training delivery - by conducting online or in-person workshops with a practical focus, webinars, and simulation exercises to familiarise practitioners with the new technology
Using an output approach can help with:
- skills assessment - by assessing practitioners' skills in using new technology through practical assessments
- performance evaluation - by monitoring improvements in efficiency and service user satisfaction
- impact assessment - by measuring organisational outcomes such as reduced administrative workload, improved data accuracy
- continuous improvement - by gathering feedback from social workers and IT support teams to refine training modules
Stress management training
Using an input approach can help with:
- strategic planning – by conducting surveys, focus groups, and interviews to identify common stressors among social workers
- defining clear objectives for stress management programmes, such as enhancing psychological safety or job satisfaction
- dedicating funding for external consultants with expertise in stress management techniques
- ensuring sufficient time for conducting stress management workshops
- developing a comprehensive stress management curriculum tailored to the needs and challenges identified among social workers
Using an output approach can help with:
- conducting assessments before and after the stress management programme to measure social workers' knowledge of strategies
- using feedback forms or surveys to assess the effectiveness of the training sessions
- tracking indicators such as self-reported stress levels, psychological safety, absenteeism rates, sick leave volume and frequency
- measuring changes in practitioner effectiveness and engagement
- assessing the impact of reduced stress on outcomes such as employee retention rates, service user satisfaction
- monitoring long-term effects of the programme on workplace culture
References
Wilson, G., & Kelly, B. (2010). Evaluating the effectiveness of social work education: Preparing students for practice learning. The British Journal of Social Work, 40(8), 2431-2449.
Next page: Implementing an inclusive CPD policy
The resources have been developed by
Research in Practice
in collaboration with
DfE.
Published: 27 February 2025
Last updated: 27 February 2025
Published: 27 February 2025
Last updated: 27 February 2025